INTERRELATION BETWEEN THE TYPES OF SOCIAL PERSONNEL POLICY AND PSYCHOLOGICAL RELIABILITY OF CIVIL OFFICERS AND MUNICIPAL EMPLOYEES

Abstract

The current research uses empirical material to define the dominating types of social personnel policy exerted by civil and local government officers. It establishes the interrelations between the personnel policy type and a regulatory, individualtypological or professional-psychological component of reliability of employees. The paper describes personnel risks according to the types of personnel policy of civil / local government officers with various professional and psychological types of personality (leader, performer, communicator, and generator). The research has proved the following hypothesis: a mismatch between the type of social personnel policy in the organization and its assessment by the employees resulting from regulatory, individual-typological or professional-psychological features of reliability is a source of personnel risks that can reduce safety of the organization. It has been established that each type of social personnel policy (inert one, demagogue, pragmatist, and stable one) has specific personnel risks resulting from the regulatory, individual-typological and professionalpsychological components of reliability of the civil officers and local government employees. An assessment of regulatory, individual-typological and professionalpsychological features of a civil / local government officer as components of his or her reliability can be identified with the help of personal and professional diagnostics; it can be used in personnel policy and in performance assessment. Social personnel policy assessment is a factor of increasing personnel safety of the organization in general; it acts as a condition of personnel risk management and concerns the risks caused by individual and psychological features of civil / local government officers.

Keywords

• civil servant
• psychological reliability
• social personnel policy
• personnel risks